Southeast Michigan Contractors Issue 1 2024 7 BUTZEL DIVERSITY » Update dress code and grooming policies; » Establish a clear complaint procedure; » Retrain employees on anti-discrimination and anti-harassment policies and reporting procedures; » Train supervisors on unlawfulness of deferential treatment of individuals in different protected categories; » Establish pre-employment and hiring practices (e.g., what procedures are used for hiring, how to respond to an applicant who inquires about diversity or advises that they seek an accommodation for gender transition or a disability); » Establish procedures for how to respond to the potential conflict between demands from LGBTQ+ employees and those with sincerely held religious beliefs that do not recognize same-sex relationships or identification with a gender different than one’s biological sex; » Establish policies that prohibit segregating employees based on actual or perceived customer preferences; and » Conduct thorough investigations of claims of discrimination and harassment. About the Authors: Both authors have written extensively on diversity programs in the workplace, including the following, “Are DEI-Based Termination Decisions Creating Liability for Your Company?” and “Are Employers’ Diversity Efforts Risking “Reverse Discrimination” Lawsuits?” These articles can be found on butzel.com/resources-alerts. Brett J. Miller is a shareholder at Butzel Long, where he focuses his practice on labor and employment law and fair housing litigation. Mr. Miller earned his Juris Doctor, cum laude, from the University of Detroit Mercy School of Law. Sarah Nirenberg is a Senior Attorney at Butzel Long, where she focuses her practice on labor and employment law, and noncompete and trade secret litigation. Ms. Nirenberg earned her Juris Doctor, cum laude, from Washington University in St. Louis School of Law.
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